What Form of Reliability Affects Employee Performance?
Reliability is essential to employee performance. Reliability consists of the extent to which an individual or other entity may be counted on to do what is expected of him. Examples of being reliable include showing up for work on time, completing tasks in a timely manner and fulfilling promises.
A reliable worker consistently does what he says he will do. While individual reliability is essential in the workplace, other forms of reliability also affect employee performance. Management reliability, as well as the reliability of the performance management process, are also crucial.
Worker Reliability
Punctuality and reliability in the workplace has a tremendous impact on the performance of the individual employee as well as those she works with. A reliable team member is one who has proven consistently that she can be depended on to show up for work on time, meet deadlines and contribute a quality work product, according to Tactical Project Manager.
Unreliable team members prioritize their own self-interests and can't be counted on to help out if the team runs into problems. The performance of a reliable worker may be degraded by the influence of an unreliable worker. For example, if one worker’s performance relies on maintaining access to accurate and timely information that is provided by an unreliable worker, the first employee’s performance will be impacted through no fault of her own.
Supervisor Reliability
Worker perceptions of the reliability of supervisors may also affect employee performance. Insider suggests that leaders who are perceived as reliable are 15 times more likely to excel on the job and inspire others to do their best. Workers respond favorably to a predictable, level-headed boss who communicates clear expectations, offers constructive feedback, and can be trusted to follow through.
Establishing credibility with workers earns their trust and cooperation. Managers are seen as credible when they're honest and transparent. It is crucial for workers to perceive that managers and supervisors are reliable and can be trusted to do the right thing for their employees.
Performance Evaluation Process
Reliability in the performance evaluation and management process is also essential to employee performance. Workers must perceive that the performance evaluation is a reliable indicator of their actual performance and that wages and incentive are directly tied to performance.
When a worker perceives unfairness in the performance management process and believes that she will not be rewarded for her work, she may be less likely to commit to the organization and her job. Conversely, if the worker perceives that the process is fair and reliable, she may be motivated to perform at a higher level in order to achieve rewards and recognition.
Improving Workplace Reliability
Reliability in the workplace may be improved in a variety of ways. Managers and supervisors should lead by example and take steps to ensure the performance management process is reliable. The organization also should implement policies and procedures designed to ensure there are consequences for those whose unreliability interferes with organizational performance. Training for individual employees to teach time management and organizational skills also can improve employee performance along with professionalism in the workplace.
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Writer Bio
Amanda L. Webster has a Master of Science in business management and a Master of Arts in English with a concentration in professional writing. She teaches a variety of business and communication courses within the Wisconsin Technical College System and works as a writer specializing in online business communications and social media marketing.